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Expeditors, a global logistics company, announced 230 employee layoffs. These job cuts affect five locations across Washington state. The layoffs are due to a workplace restructuring. This restructuring impacts the company's U.S. Global Technology Department. Separations are expected between August 8 and December 31.
Bellevue, Washington
https://mynorthwest.com/local/bellevue-lay-off-logistics-wa/4246426
At this point if you are a manager in Dell at any level they have totally castrated you. Managers are HR policy holders, responsible for budgets and slide jockeys. Most of our management team is no longer technical and the people that are left kiss a$$ and say “yes” to pretty much anything.
Some love it, most hate it and want to get out. The scrum at scale debacle was finally scrapped but my favorite is that absolutely nobody was held accountable. This was a big driver of these changes.
Next AI as an excuse to just lay off more people and our managers will have to do it.
Dell stock is soaring for now but layoffs are on the way. Which will include a significant number of managers. This company has gone to he-l and the people in charge are destroying it but are too greedy and selfish to care.
Prestige Financial Services conducted staff reductions. These job cuts happened in early November. Former employees shared news of the layoffs. The auto finance lender operates from Draper, Utah. The full extent of these staff changes is unclear.
Draper, Utah
https://www.autofinancenews.net/allposts/risk-management/prestige-financial-services-reportedly-lays-off-some-staff/
I’m waiting to see what happens after the layoffs. Layoffs always cause a stock bump. The announcement of a multiyear layoff, while tragic, was smart for a sustained climbing stock bump but what about after?
You have to have something new that your competitor does not or do something better than your competitor. I’ve never seen a Citi bank, an actual walk in bank and I’ve never seen a Citi ATM other than what’s at the office. So we make the direction of wealth management. Oookay, so what’s our plan of getting that market share? People don’t just move money from a well established bank to another bank because they are bored with nothing to do.
What’s the plan to still have the stock grow post the layoffs? What are we doing to accomplish that, that’s either new or better than other banks?
Portland Public Schools issued layoff notices to approximately 80 teachers. Dozens more educators remain unassigned to specific positions. The district announced cuts of about 300 jobs to address a $50 million budget gap. The Portland Association of Teachers filed a grievance over the layoff process. The union cited a lack of transparency and adherence to their contract.
Portland, Oregon
https://www.oregonlive.com/education/2026/06/after-portland-public-schools-teachers-get-layoff-notices-their-union-files-a-grievance.html
Every acquisition brings layoffs, but this will be bad. Usually it's the acquired company that gets the brunt of it, but I wouldn't be surprised at all if this is used to get rid of as many people as possible on both sides under the cover of supposed redundancy. Prepare yourselves. This will not be pretty.
Shankar was the oxygen that all GTS mafia was breathing. I am wondering how’s the situation there now.. Is the promotion and hiring still based on favoritism?
How about layoffs? Probably still saving friends and family over talent.
Algoma University's support staff union president expressed concerns about recent layoffs. Over the past year, 86 positions were cut through layoffs and voluntary exits. These cuts reduced support staff by 40 percent across the university's three campuses. The university faces a projected $16.45 million deficit and declining student enrollment. The union worries these reductions will leave some student services non-existent.
https://www.sootoday.com/local-news/union-warns-algoma-u-layoffs-could-leave-some-services-non-existent-12419843
CAE will permanently close its Pueblo operations. The company plans to cease operations on October 1. This closure will result in 58 employee layoffs. CAE lost its Air Force pilot training contract in January. The closure raises questions for a planned aircraft mechanic training program with Pueblo Community College.
Pueblo, Colorado
https://gazette.com/2026/06/14/cae-announces-pueblo-layoffs-site-closure-raising-questions-for-aircraft-mechanic-training-program/
The BBC is preparing to cut approximately 2,000 jobs. This action represents about 10% of its total workforce costs. The broadcaster aims to reduce overall spending by £500 million over the next two years. Its news division is expected to face major job losses. These measures are part of wider efforts to secure the organization's financial future.
https://m.economictimes.com/news/new-updates/bbc-layoffs-around-2000-jobs-at-risk-as-broadcaster-plans-10-cost-cuts-who-may-lose-their-jobs-and-why/articleshow/131740244.cms
The Oakland City Council approved mid-cycle amendments to its $4 billion budget. The revised plan includes no layoffs for city employees. Key investments target affordable housing, homeless services, and public safety. The budget also focuses on reducing long-term pension obligations. Some council members expressed concerns about public safety funding and 911 response times.
https://abc7news.com/post/oakland-city-council-approves-mid-cycle-amendments-4-billion-budget-layoffs-measure-failure/19292791/
Anyone has a clue where we are with the latest layoffs wave? I can see Slack count increased today by 200+. Still no idea what happens in EMEA after Cz layoffs, complete silence.
121 people, NJDOL WARN Notice as of last month: https://www.nj.gov/labor/assets/PDFs/WARN/2026_WARN_Notice_Archive.pdf
Been hearing they'll be layoffs in June on the corporate side, specifically June 19th but because of the 70 on June 12th, are we good? Or still expected?
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A question for those who were laid off during the last wave, and had unspent PTO (from when they told use it up before FTO was introduced): did NetApp pay it out as part of the severance?
Caught your attention. Sunday afternoon news flash. Legacy SWN staff in Spring slated for layoffs to make room for legacy CHK staff moving from OKC. The ultimate in Corporate America déjà vu!
While G2 talks about who won't last at Cisco, Datadog keeps its employees and customers happy
I’m hearing rumors again… Anyone with real knowledge know if VCG reps will be impacted or just upper management?
Upvote If you are still employed after relocating to Dallas or downvote this post.
https://www.bizjournals.com/philadelphia/news/2026/06/12/jbs-montgomery-county-closing-layoffs.html
https://www.statesman.com/business/technology/article/tech-layoffs-2026-22295959.php
Belleville Public Schools approved a district reorganization plan. This plan includes 28 layoffs and over 30 staff transfers. The district faces a $4.6 million budget deficit and reduced state aid. Critics argue the changes will harm support for multilingual learners and mental health services. Superintendent Erick Alfonso defends the plan as necessary to meet financial targets.
Belleville, New Jersey
https://www.nj.com/education/2026/06/nj-school-district-just-cut-28-jobs-and-slashed-help-for-immigrant-kids.html
The week it's going down apparently. Directors+ targeted again and several other Tech Dev roles will be eliminated completely. Plus an additioanl saving's target that will reduce the remaining head count.
Its official directors were in planning sessions last week. June or mid July member protection will have the largest lay off yet. Good luck to everyone because the job market is not good.
this site active? Other sites to be aware of if not?
I am so glad to be done with Optum. It had it's kind people.... but then it had the people I had to deal with.
Vile humans that don't exist any place else. Ones I'm glad I never worked in person with.
Anyway, since I LOVE to stir the pot. I thought I'd just come around share newer EEOC guidance with you all. I see lots of people concerned about layoffs and offshoring.
Did you know... it's now easier to hold your employer accountable for nation of origin discrimination? That includes American workers.
Y'all should get together in do something about it. (In my Rick James voice)
Bell Canada is reportedly conducting a major layoff in June 2026. Hundreds of workers across various teams are affected by this restructuring. Multiple employees have contacted a law firm to review their severance offers. One report alleges a pregnant employee was among those let go.
https://stlawyers.ca/blog-news/bell-job-cuts-june-2026/
A large crowd gathered in Boulder. They protested recent layoffs at NOAA and NWS. FOX31's Gabrielle Franklin spoke with protestors. Attendees discussed the impact of the job cuts. The demonstration highlighted support for the agencies.
Boulder, Colorado
https://mshale.com/de8b16e5/8600dcbbNXChP9wyNP4
If you get an 'IC Meets' rating, and later get written up and eventually let go, do you still get a severance package? I'm really worried about a coworker going through this right now. I always thought companies offered severance just to avoid getting sued, but now I'm not so sure. Honestly, knowing the answer affects my own strategy too. If they ever start giving me warnings and there’s no package at the end, I'd rather just quit abruptly than go through the torture of a drawn-out firing process.
Hi all - I’m a director here, younger though. My connections are leaving left and right. Everyone in the company I “grew up with” is leaving. Question is WAGS - heard we lost specialty business entirely. I feel like we are really doing pi-s poorly right now. Anyone have any info?
This company is so behind its time, pushing against goals and KPIs, working with bespoke systems and thinking they are superior.
Exec management tries to make the workforce more efficient while the common Associate has very limited MSFT Office skills (don’t get me started on AI…).
There’s significant pushback against any organizational changes or growth goals while there is a fatalistic approach that we’re all gonna loose our jobs.
Can’t wait to get the f*ck out of this he-l hole
Way to keep us at peak anxiety all the time.
During open enrollment last year, HR announced that the company would discontinue our previous mental health plan (Chevron Mental Health and Substance Use Disorder, MHSUD). This change meant that employees and their dependents who were receiving behavioral health benefits via MHSUD would be forced to obtain mental health coverage via one of the medical providers that we selected (Kaiser, Anthem, Cigna).
The HR email alerting us about this change very casually claimed that “the kinds of behavioral health services covered will generally remain the same” and that “costs may change.” Well, that was quite THE understatement!
I find it truly unconscionable that our ELT, who obviously had to have been presented detailed cost impact scenarios showing the devastating impact to employees, willingly chose to implement this significant reduction to our mental health benefits. And they did so knowing full well that people would be struggling even more as a result of the layoffs and reorg.
Since not everyone might have a need for these benefits (consider yourself fortunate), allow me to paint you a picture of the shocking financial impact that our family is facing.
We have the Anthem PPO. I originally called them to find out the per-session fee for this year. They initially stated $0 copay or coinsurance. That did not seem possible, as we used to pay $13 per session last year through the MHSUD plan. I called back, and Anthem stated that our cost would be 40% of the billed rate.
Assuming a weekly session, below is a cost comparison of old vs. new coverage:
— MHSUD cost = $13 x 52 = $676 per year
— Anthem cost =
— $1,000 deductible (we had not spent anything towards the deductible); this covers 100% of our out-of-network therapist’s fee for ~7 sessions at roughly $152 per session
— for the remaining 45 sessions this year, we expect to pay 40% of the therapist’s $152 fee; therefore a total of about $2,750
— that makes our total out of pocket expense for mental health benefits this year ~$3,750
— that is an increase of ~$3,074 (over 455%!!!) vs. the $676 under the old MHSUD plan
My question to MW and whoever else was involved in this decision is how can you possibly justify so callously reducing your employees’ mental health benefits and so drastically increasing their financial burden? Have you NO shame or compassion or, at a minimum, any interest in keeping your workforce mentally healthy?
We’re not talking about frilly perks here. This is MEDICALLY NECESSARY care. Mental health benefits are CRUCIAL in some cases to keep people from inflicting self-harm and possible su----e.
I am beyond disappointed in this company and its senior-most leaders. Somewhere along the way, greed took hold, and for the sake of shaving a few million off CVX expenses, you abdicated your responsibility towards the human beings you employ and their families.
To think that anything will change because of this post is utterly pointless, I know. I feel better at least having documented this egregious display of callousness from MW and the entire ELT. It might be good for all of us to remember that mental disease does not discriminate. Someday it might be you or one of your family members to suffer a mental health crisis. Ask yourself: are you proud of MW’s behavior? Do you feel his and the ELT’s decision about our mental health benefits is justified?
GA showed up to the Salt Lake this week while many of the long term team were out of the office. Why were they taking pictures and counting desks? Are they on a mission to shut down the office??? There are now 25+ open seats with 5 remaining people in the location, so one cannot expect that they are looking to keep the doors open. Did not the branch have several physical security issues earlier this year? Did not zone and regional leaders visit the site just last week in an attempt to settle the team down in the wake of another long term leadership departure? What’s happening to our company?
https://www.thelayoff.com/post/@OP+1ktmsca1x
Eye opening! It shows how toxic UHC has become
This is a post regarding a specific je-k I have to see every damn day I go into the office.
I see this scrum master who literally says he took the role just to do nothing all day. He laughs at me since I’m a software engineer, saying stuff like “haha I make more money than you to do less work”. Has a snarky attitude. Just walks in like he owns the place. This is someone who made a reputation for himself for being a lazy person. People on his own team call him a slacker often. He’d literally put his feet up on the desk he’d sit at.
I can’t say too much because he belittles me in front of other people, so I can’t say too much without giving away who this is. But I doubt anyone knows this. Every day when he’s at cafeteria, he order a T bone steak, and walks back to his desk with a styrofoam tray that has the said T bone steak. I used to be able to walk away from my laptop when my workload wasn’t too much. Once every 2 or 3 months for that time period that my work was easier, I’d come back to my desk, and guess what I’d see on my desk? An eaten out of styrofoam tray, with a gnawed on bone of a T bone steak inside of it.
He doesn’t do it anymore so I don’t think I can report it to anyone. I thought about reporting every time he did that or taking pictures for evidence. But I was always afraid of “snitching” or being seen as a problem for reporting the bullying. So, I just dealt with it. I don’t leave my desk at Fidelity (due to workload). I don’t want him to speak with me but he acts like everything is ok and he’s the best thing to ever grace this company. I’m one of the only people that are fine with myself coming into an office for RTO, but he made it so insufferable.
He’s a scrumbag. Why can’t he just get laid off? I thought he was surely gonna be gone but he’s still here. He’s a damn cockroach. Better yet, why can’t I get laid off so I can be free and find another job while getting severance pay? Why can’t we just see him lose the job where he does literally nothing all day, or get demoted to a role where he makes even less money, and realizes he’s sc--wed himself.
I know we have many people who are lazy at Fidelity, prior to the sheer burnout from RTO. But how many people here are THAT level of crude? Smh.
I’ve never seen a CEO so completely disconnected and miss the message employees were trying to send.
Thousands of employees were saying the same thing- morale is declining, flexibility matters, talent is leaving, and five-day RTO is making a bad situation worse.
His response? Employees were told they’re wrong, he’s not, and there “might be a disconnect between you and your current professional choice.”
What really stood out was the characterization of the feedback as “more outliers than we’d like.” … Outliers?
When it’s most employees saying the same thing, it isn’t outliers at all. It’s the majority. The same concerns were being raised across all organizations, teams, and locations. That’s not an “outlier” problem. That’s a leadership problem.
The email read like someone who was genuinely shocked by the feedback…. But maybe that’s the real issue. When you’re surrounded by direct reports blowing smoke up your a$$ telling you everything is working, everyone is aligned, and the policy is a grand success, eventually you start believing it.
Then one day reality shows up in a survey and your mind is blown.
What made the email so damaging wasn’t just the double down on policy. It was the authoritarian mindset behind it.
Instead of asking why most employees felt the same way, he seemed determined to explain why employees were wrong instead of him. Instead of adapting, he doubled down. Instead of listening, he lectured. Instead of taking responsibility, he shifted the blame back onto employees.
That’s not leadership.
Leadership is about recognizing when a decision isn’t producing the intended results and having the humility to change course. What we’ve seen instead is a stubborn refusal to acknowledge reality and accept responsibility, no matter how much evidence piles up.
Since Stankey became CEO, the stock has delivered a negative (-25%) price return. Morale has deteriorated to all time lows. Talent continues to leave. Outside rankings of culture, morale, talent, future readiness place AT&T at the bottom of its peer group and near the broader field bottom as well.
Yet somehow employees are still treated as the problem.
At some point, the board has to ask a simple question- if the strategy is working, where are the results?
Employees are paying the price for decisions they didn’t make- longer commutes, less flexibility, less take home pay, lower morale, increased uncertainty, and the departure of talented peers.
The company doesn’t need more presence reports, more mandates, or another angry manifesto explaining why employees are wrong and to blame for the company’s failures. It needs a leader who listens, adapts, and can admit when something isn’t working.
The most dangerous thing a CEO can do is become so convinced of his own correctness that he stops hearing what everyone else is telling him, and that’s where we are. That’s the disconnect employees have been talking about all along.